JOB ANALYSIS HUMAN RESOURSE MANAGEMENT- STUDY
NOTES, MAY 2020
JOB ANALYSIS OBJECTIVES
1. Definition
2. 6 Steps in Job Analysis
3. Job description Vs Job specification
4. Method of collecting Job Analysis Data
5. Impact of Behavioural on Job Analysis
Definition
Job analysis is the procedure for determining the duties and skill requirements of a
job and the kind of person who should be hired for it.
6 steps in Job Analysis
Step 1
Identify the use to which the information will be put, since this will determine the types of data
you collect and how you collect them. Some data collection techniques like interviewing the
employee and asking what the job entails and what his responsibilities are - are good for
writing job descriptions and selecting employees for the job.
Step 2
Review relevant background information such as organization charts, process charts, and job
descriptions. Organization charts show how the job in question relates to other jobs and where
it fits in the overall organization. The chart should identify the title of each position and, by
means of its interconnecting lines, show who reports to whom and with whom the job
incumbent is expected to communicate.
Step 3
, Select representative positions to be analyzed. This is done when many similar jobs are to be
analyzed and it is too time-consuming to analyze, say, the jobs of all assembly workers.
Step 4
Next actually analyze the job by collecting data on job activities, required employee behaviors,
working conditions, and human traits and abilities needed to perform the job. For this, you
would use one or more of the job analysis techniques explained in this lesson.
Step 5
Review the information with job incumbents. The job analysis information should be verified
with the worker performing the job and with his or her immediate supervisor. This will help to
confirm that the information is factually correct and complete. This "review" step can also help
gain the employee's acceptance of the job analysis data and conclusions by giving that person a
chance to review and modify your description of his or her job activities.
Step 6
Develop a job description and job specification. A job description and a job specification are
usually two concrete products of the job analysis. The job description is a, written statement
that describes the activities and responsibilities of the job, as well as important features of the
job such as working conditions and safety hazards. The job specification summarizes the
personal qualities, skills, and background required for getting the job done; it may be either a
separate document or on the same document as the job description.
NOTES, MAY 2020
JOB ANALYSIS OBJECTIVES
1. Definition
2. 6 Steps in Job Analysis
3. Job description Vs Job specification
4. Method of collecting Job Analysis Data
5. Impact of Behavioural on Job Analysis
Definition
Job analysis is the procedure for determining the duties and skill requirements of a
job and the kind of person who should be hired for it.
6 steps in Job Analysis
Step 1
Identify the use to which the information will be put, since this will determine the types of data
you collect and how you collect them. Some data collection techniques like interviewing the
employee and asking what the job entails and what his responsibilities are - are good for
writing job descriptions and selecting employees for the job.
Step 2
Review relevant background information such as organization charts, process charts, and job
descriptions. Organization charts show how the job in question relates to other jobs and where
it fits in the overall organization. The chart should identify the title of each position and, by
means of its interconnecting lines, show who reports to whom and with whom the job
incumbent is expected to communicate.
Step 3
, Select representative positions to be analyzed. This is done when many similar jobs are to be
analyzed and it is too time-consuming to analyze, say, the jobs of all assembly workers.
Step 4
Next actually analyze the job by collecting data on job activities, required employee behaviors,
working conditions, and human traits and abilities needed to perform the job. For this, you
would use one or more of the job analysis techniques explained in this lesson.
Step 5
Review the information with job incumbents. The job analysis information should be verified
with the worker performing the job and with his or her immediate supervisor. This will help to
confirm that the information is factually correct and complete. This "review" step can also help
gain the employee's acceptance of the job analysis data and conclusions by giving that person a
chance to review and modify your description of his or her job activities.
Step 6
Develop a job description and job specification. A job description and a job specification are
usually two concrete products of the job analysis. The job description is a, written statement
that describes the activities and responsibilities of the job, as well as important features of the
job such as working conditions and safety hazards. The job specification summarizes the
personal qualities, skills, and background required for getting the job done; it may be either a
separate document or on the same document as the job description.
